TRAINING…

PRESENTED BY:- AFTAB.MULLA

“People move organizations-not machines."

INTRODUCTIONTraining employees is an essential activity for all organizations. Training provides employees with the key knowledge and skills that they need to perform their job.

All employees receive training when they first join an organization or begin a new role.

Training is designed to provide the employee with the essential skills needed to perform their job.

DEVELOPMENTDevelopment is training people

to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations.

DefinitionAccording to “Edwin B. Flippo;”Training is the act of increasing knowledge

and skill of an employee for doing a particular job.”

According to Michael Armstrong;“Training is the systematic development of

the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.”

Development is any learning activity, which is directed towards future needs rather than present needs, and which is concerned more with career growth than immediate performance.

Importance of Training Training To Employer / Management

1.Training improves the quality of production. It also reduces the volume of spoiled work and wastages of all kinds. This reduces cost of production and improves quality.2.It reduces accidents as trained employees work systematically and avoid mistakes in the work assigned.3.Training reduces expenditure on supervision as trained employees take interest in the work and need limited supervision and control.4.Training brings stability to labor force by reducing turnover of managerial personnel.5.It raises the morale of employees.6.Training creates skilled and efficient manpower which is an asset of an industrial unit.

CONTD…

7.Training moulds attitudes of employees and develops cordial industrial relations.8.It facilitates the introduction of new management techniques and also new production techniques including automation and computer technology.9.Training creates a pool of trained and capable personnel from which replacements can be drawn to fill up the loss of key personnel due to retirement, etc.10.Training provides proper guidance and instructions to newly appointed executives and assists them to adjust properly with the job and the Organization.11.Training raises the efficiency and productivity of managers. It also improves the performance of workers due to their motivation.

Training to Managers / Employees1.Training creates a feeling of confidence among the

employees. It gives personal safety and security to them at the work place.

2.It develops skills which act as valuable personal assets of employees.

3.Training provides opportunity for quick promotion and self-development to managers.

4.Training provides attractive remuneration and other monetary benefits to employees.

5.Training develops adaptability among employees. It up-dates their knowledge and skills and keeps them fresh. It actually refreshes the mental outlook of employees.

6.It develops positive attitude towards work assigned and thereby creates interest and attraction for the job and the work place.

7.Training creates an attitude of mutual co-operation and understanding among the managers. Such attitude is useful not only at the work place but also in the social life.

 

Training Process

Determine the mission of the org

Job description

Training needs assessment

Decide most imp objective/priorities

Evaluate the curriculum

Evaluate the Result of Training

Methods of Management Development / Managerial Development

For management development, several methods/techniques are used. These methods can be divided into two broad categories, namely,

Internal or on the job methods, and

External or off the job methods.

(A) Internal Training Methods / On-the-job Methods

JOB ROTATIONCOACHING AND COUNSELING

UNDERSTUDY ASSIGNMENT

DELIGATIONPROJECT ASSIGNMENTPROMOTIONS AND TRANSFERS

Advantages of “ON-THE–JOB” MethodsGenerally more cost effective

Less disruptive to the business - i.e.

employees are not away from work

Training with equipment they are familiar

with and people they know can help them

Gain direct experience to a standard

approved by the employer

On the job training is also productive, as the

employee is still working as they are learning

Disadvantages of “ON-THE –JOB” Methods Trainees may be given boring

and repetitive tasks.Some workers may not be good

at teaching their own skills , they may pass on bad work practices.

The needs of the trainee may be subordinated to other priorities.

Lack of available human resource.

(B) External Methods of Management Development / Off-The-job Methods

CLASS ROOM METHODSIMULATIONMANAGEMENT/BUSINESS GAMES

COMMITTEES AND CONFERENCE

TELEVISION AND VIDEO INSTRUCTIONS

Advantages of “OFF-THE –JOB” MethodsLearn from specialists in that area

of work who can provide more in-depth study

Can more easily deal with groups of workers at the same time

Employees respond better when taken away from pressures of working environment

Workers may be able to obtain qualifications or certificates

Disadvantages of “OFF-THE–JOB” Methods

The trainer should have specialised

skills and knowledge to train

The trainer may not be given much

time to spend with the employee to

teach them properly

The trainer may posses bad habits

and pass these on to the trainee

Types of training…INDUCTION TRAINING JOB TRAINING

TRAINING FOR PROMOTION/ TRANSFER

REFRESHER TRAINING

CORRECTIVE TRAINING

CASE STUDY…Introduction to TCS’ Training Methods

TCS Learning Service offers variety of training methods like:

 Train the Trainer Instructor Led Training (ILT) Web Based Training (WBT) Documentation and Job Aids

Train the Trainer Sessions

TCS usually recommends a train-the-trainer approach for an application roll-out. Such an approach will comprise of TCS trainers explaining the working of the system to a group of individuals from the clients’ Training Department or selected from the business, who in turn will be responsible for imparting the end user training

Instructor Led Training (ILT)

The ILT development process involves the following steps:

Determine knowledge, skill levels, and attitudes of participants

Identify Learning ObjectivesDesign Training OutlineReview Instructional Design based

on Client InputsDevelop Training ElementsCreate Performance AssessmentsContent Delivery/Instructor Training

WEB BASE TRAINING ( WBT)TCS’ Approach to eLearning Development

TCS’ approach to eLearning development is first to understand the learners’ needs and then assess the infrastructure at the client side; then build instructionally sound courses that are engaging and motivating. TCS will familiarize with <Client> training strategy and then align its courses to meet the strategic objectives.

A subject matter expert (SME), preferably from the client side, will be required to be assigned for each course, so as to guide and review the course through all its developmental phases. The course text will be first divided into modules, sections, and lesson pages

Documentation and Job Aids

TCS understands that the new system has to be documented both from the point of view functional end users as well as technical staff. The ultimate goal will be to create documentation that is useful for all categories of users. The documentation will be provided to end-users in the following forms:

Paper Documentation (Hard Copy)Electronic Document (PDF format)Online

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